Why focus only on Retaining and Developing People?
From HR practitioners' point of view, managing talent (people) starts from sourcing (recruitment); rewarding and recognition; performance management; and of course, retaining and developing talent/people.
But the fact is that, how many recruitment as managers do you actually do? Definitely not on a monthly basis, unless you are on a rapid expansion program.
Also, rewards and recognition, primarily means the actual giving of increments and bonuses. One - it is a once a year affair, though most purists will argue against me saying that, it is a continuous affair. I agree, but only if seen from a development and performance improvement point of view. Hence my contention for retaining and development.
Two - how much liberty does a manager have in determining how much reward managers can give their people? Not much. Especially in tight economy and the every increasing need by companies to deliver more with less, managers must really have a strong justification for the additional cost (oppsss.. investment) to their people.
What I am proposing is a low cost, high returns, high satisfaction for both managers, the team and the team members. A series of development strategies and activities for both managers and their people, that not only retains people, but also develops them for improved performance.
Definitely, what any organizations would want.
But the fact is that, how many recruitment as managers do you actually do? Definitely not on a monthly basis, unless you are on a rapid expansion program.
Also, rewards and recognition, primarily means the actual giving of increments and bonuses. One - it is a once a year affair, though most purists will argue against me saying that, it is a continuous affair. I agree, but only if seen from a development and performance improvement point of view. Hence my contention for retaining and development.
Two - how much liberty does a manager have in determining how much reward managers can give their people? Not much. Especially in tight economy and the every increasing need by companies to deliver more with less, managers must really have a strong justification for the additional cost (oppsss.. investment) to their people.
What I am proposing is a low cost, high returns, high satisfaction for both managers, the team and the team members. A series of development strategies and activities for both managers and their people, that not only retains people, but also develops them for improved performance.
Definitely, what any organizations would want.
Comments
Post a Comment